How to Turn Change Management Into Personal Development

Transitional periods in organizations not only affect the company at large, but each individual’s contribution towards their team. Often times, change in an organization leads to shifts in management and departmental hierarchy, ultimately leading to a shift in each individuals’ contribution within the company.

According to an article on, one important element in the face of challenges is developing yourself. The goal during this period of change is to let go of your reactions and instead put your energy toward the things you can control. Your personal development comes from moving yourself from disappointment or frustration to focusing on positive behaviors that support you within this new reality. Keep these chosen behaviors aligned with your thoughts, words and actions.

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Can You Influence Exiting Employees To Bolster Your Employment Brand?

RiskMitigationAs you may know, Mullin International and Hunt Scanlon Media are conducting a series of surveys to help fill in the gap of research on the topic of off-boarding. The key findings to date are:

  • Management’s concerns and investments in off-boarding have escalated.
  • Off-boarded employees’ impressions of companies are affected by the way they are treated as well as severance and outplacement offerings, which have been expanding recently.
  • Keeping key positions filled with the right people has become increasingly more difficult, especially in technical jobs.
  • The off-boarding process has widespread implications, especially to former employees’ perceptions of the employment brand, but also to the perceptions of prospective job candidates.

Our current survey, which only takes a minute or two, focuses on the risks that off-boarding presents, and how your company is managing those risks.

In exchange for your participation, we will send you the full report when the study concludes. We would greatly appreciate your participation.

We’d like your input. Click below to take the survey.

Take Survey


1 Reason Why Most Change Management Efforts Fail

Change in an organization is inevitable. Unfortunately, however, most organizational change efforts take longer and are more costly than leaders and managers initially anticipate. In fact, McKinsey and Company revealed that 70% of all company transformations fail.

According to the article “1 Reason Why Most Change Management Efforts Fail”, during these transition periods, “change battle fatigue” can set in amongst employees. Even when companies make great strides forward, fatigue can derail even the most valiant efforts for change. This can have a detrimental effect towards a company’s overall culture.

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employer brand image

How to Turn Your Employees into Brand Advocates

We can all agree that attaining and retaining top talent is critical to a company’s success. Today, through social media platforms such as Glassdoor, negative reviews can tarnish an employer’s brand and turn qualified candidates in the opposite direction. Outside of standard recruitment marketing efforts, taking action as an employer to enlist your employees as advocates can lead to a more authentic voice and overshadow the negative outliers.

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Why and How HR Needs to Act More Like Marketing

With the digital landscape rapidly changing, Marketing success now depends heavily on support from Human Resources. Not only to identify and train new skillsets, but also ensure that employees are being treated the right way when they are off-boarded.  A tighter partnership between the two departments will help strengthen an employer’s overall brand.  In a recent study we conducted with Hunt Scanlon Media, we learned that concerns about off-boarding have escalated due to social media trends  such as Glassdoor and Linkedin.

An insightful article from Harvard Business Review looks at some marketing practices Human Resources should be adopting to create a well rounded brand. Check out the article Here.



Onboarding Strategies Fall Short

According to a recent article on Hunt Scanlon, over a third of employers (36 percent) lack a structured onboarding process, and a significant number are reporting costly consequences.

One of the strategies we recommend for employees transitioning into new roles is to develop their own personal onboarding plan with their new manager.  A new employee’s most important objective their first week is absorbing everything. The plan should include: getting to know the culture and communication styles of the team, challenging projects, office dynamics, and ensuring alignment on priorities and goals with your manager.

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Influence of The Off-boarding Process

Does the way employees are off-boarded really matter?  Does it affect your brand image among prospective employees, or your current employees’ willingness to stay and to recommend your company as an employer?

We’d Like Your Point of View

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Automation and the impact on tomorrow’s jobs.

Automation is the way of the future, and leveraging it will be the key to transitioning today’s bad jobs into tomorrow’s good jobs.

According to a recent article on Harvard Business Review, see how and why customers, employees, and investors will benefit from embracing these technological advancements.

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In Which Direction Are Off-Boarding Costs Heading?

We’d like your point of view.

As social media channels expand, off-boarded employees have increasing influence over prospective employees’ decisions to either approach or avoid your company. The same goes for potential investors, customers and business partners; many seek out employee feedback for a clear and accurate picture of your organization.
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Can you influence exiting employees to bolster your employment brand?

We’d like your point of view.

As job seekers search for companies they would love to work for, social media platforms like Glassdoor and LinkedIn are giving them easy access to former employees’ candid opinions of their employers. At the same time, former employees seem to be increasingly comfortable sharing their impressions. This gives your prospective employees, customers, investors and business partners unprecedented insight into everything from your company’s culture to its leadership style, work environment, products and services, and even HR processes. It also leaves your employment brand more vulnerable than ever. Read more